WE INSPIRE COURAGEOUS LEADERS
TO TAKE JOURNEYS THAT CHANGE LIVES

Our diversity and inclusion programs are grounded in measurable success with longstanding clients in various industries. Our programs challenge and inspire leaders to examine their unconscious bias by heightening awareness about the often invisible dimensions of difference.

EXPERIENTIAL LEARNING LABS
IMPACTFUL | TRANSFORMATIVE

Our White Men’s Caucus and White Men & Allies Labs are rigorous and provocative experiences. Leaders work across workplace differences—ethnicity, gender, race, sexual orientation or other difference—to develop partnership skills that deepen dialogue and impact the workplace.

What’s in a name?

For us everything.

Perhaps, most important: our mission. Our name speaks to who we are, and what we do. Our work and commitment is to inspire leaders to take courageous action to create and sustain inclusive workplace culture. Over the past 20 years, our transformative programs have helped Fortune 500 company leaders achieve lasting change in their workplaces.

NEED GUIDANCE ON YOUR DIVERSITY JOURNEY?

About White Men As Full Diversity Partners

UNIQUELY EFFECTIVE DIVERSITY CONSULTANTS

White Men As Full Diversity Partners are leading diversity consultants that occupy a unique niche in diversity and inclusion work. As documented by third-party research, our experiential learning programs inspire leaders to make lasting changes in the workplace. Our clients see positive impact from our Learning Labs, Summits, and coaching. The impact of our work has proven uniquely effective because we:

  • Build leadership skills by engaging the head and the heart

  • Create and deepen awareness with experiential processes

  • Develop powerful partnerships that drive lasting change in the workplace

RESULTS FOR ORGANIZATIONS
Fully engaged and inspired leaders with:

  1. New skills to participate in difficult conversations

  2. Heightened awareness of inequalities, including white male privilege—
    without blame

  3. Improved skill in listening and inquiring across difference

  4. Willingness to take personal responsibility for being inclusive

  5. Critical thinking about the experiences of others and a reduction in
    habitual biases

  6. Shared commitment and partnership

 

LONGSTANDING PARTNERSHIPS WITH
FORTUNE 500 COMPANIES

Over twenty years ago, we pioneered the successful approach of engaging white male leaders, a group that has been historically overlooked in diversity and inclusion efforts. Our clients find that bringing white men off the sidelines, and inspiring them to engage in diversity work motivates employees and produces transformative, lasting change — in personal lives and in the workplace.

Testimonials

Kevin-PowellWhite Men as Full Diversity Partners programs have had a tremendous positive influence on our culture. Through their facilitated experiential learning, we have been able to open up conversations that otherwise would have been avoided. These conversations have allowed us to better define and direct our organizational values and truly learn how to fully engage each individual.
Van Meter, Inc.
Kevin Powell, President, CEO
jeanine-primeIt’s a fact: we can’t promote inclusion while excluding white men. WMFDP understands this all too well.  With decades of experience, few are as skilled as Bill Proudman and Michael Welp at empowering white men to be full partners in the creation of inclusive work climates. Catalyst is proud to call them our partners in helping companies fully realize the goal of inclusion.
Catalyst Research Center for Advancing Leader Effectiveness
Jeanine Prime, PhD VP & Center Leader
office_of_equityThe White Men & Allies Learning Lab I attended was impactful on so many levels. As a Black man, it ultimately allowed me to better understand how White men hear and interpret conversations around race. As a man, it allowed me to better understand the multitude of privileges afforded me solely because of my gender, and how women are detrimentally impacted in the workplace and in the world. As a husband and father, it allowed me to better “listen to understand” and lean-in to my vulnerability as a means of strength. I entered the process a skeptic, I came out completely impressed with the method and manner of the facilitation and outcomes that were achieved.
Office of Equity and Human Rights, City of Portland
Dante J. James, Esq., Director
More

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